A Lesson Learned from the DEI Debate

Why Ignoring DEI Policies Is Harmful to Working Parents and Families

There’s been a growing trend online where white women, in particular, are speaking out against DEI initiatives. This pushback is especially troubling when you consider how many of us have benefitted from these policies. Just last week, I posted about the ways in which our government is failing parents, specifically addressing the lack of affordable childcare, paid parental leave, gun reform, and other critical issues that directly impact families. I made sure to highlight the role DEI plays, not just in the workplace but also in schools, because DEI initiatives have real, tangible benefits for parents and children alike.

One of the comments I received stood out: a woman said, “You lost me at DEI.” To be honest, it was shocking. I responded, “If I lost you at DEI, I should have lost you at paid parental leave, because that is a DEI initiative.” The reality is, DEI isn’t just a buzzword, it’s an integral part of the policies and protections that support working parents, especially mothers.

Here’s where it gets frustrating: Many of us, particularly white women, have benefitted the most from DEI and affirmative action policies. These initiatives have created opportunities for us in workplaces and schools, ensuring that we have access to higher-paying jobs, workplace accommodations like parental leave and pumping rooms, and protections that help us balance our professional and personal lives. So when I hear women advocating for paid leave and workplace supports for parents but dismissing DEI as a whole, it’s not only disappointing, it’s misguided.

There’s no denying that the current political climate has deeply affected how DEI is viewed. The weaponization of the term “DEI” by this administration has had a profound impact, with many people now seeing it as a divisive force rather than a tool for inclusivity. This has led to a skewed perspective of DEI as being about race and disability more than anything else.

Unfortunately, for many, this has translated into a belief that DEI is taking opportunities away from them. The idea that jobs or opportunities are being “given away” to others under the banner of DEI stems from a deep-seated entitlement, where individuals feel as though they deserve a position solely based on their identity, rather than the qualifications or potential they bring to the table. Racism plays a direct role in the weaponization of DEI. By framing it as a threat to “privileged” groups, it perpetuates a narrative of scarcity and competition rather than equity and inclusion.

This narrative not only undermines the true purpose of DEI but also skews the conversation, pushing people to oppose policies that have historically benefited them. DEI isn’t about taking opportunities from anyone, it’s about ensuring that everyone, regardless of background, has equal access to opportunities and the support they need to thrive. By reducing DEI to a race issue or a political tool, we miss the real point: it’s a necessary step toward creating a more inclusive society and workplace for everyone, including parents.

In the end, when we embrace DEI, we’re advocating for policies that help working parents, mothers, and marginalized groups. Let’s not lose sight of that in the face of politically charged rhetoric. True equity is about ensuring that no one is left behind and that everyone has the same chance to succeed.

DEI is about equity. It’s about creating environments where everyone has access to the same opportunities, whether they’re mothers, veterans, racial minorities, or people with disabilities. You can’t talk about workplace protections for parents like paid leave, pumping rooms, and flexible schedules without acknowledging that these are part of DEI efforts. DEI is what has made it possible for women to gain these protections in the first place.

The pushback against DEI initiatives often comes from those who don’t realize how directly they benefit from them. It’s not just about providing opportunities for marginalized communities; it’s about creating a level playing field for everyone. White women, especially, have reaped the rewards of DEI and affirmative action in ways that have allowed us to break through barriers and gain access to opportunities that might have otherwise been closed off. By opposing DEI, we risk undoing the progress that has made it easier for all of us to succeed.

The bottom line is this: True workplace equity can’t be achieved if we only advocate for some groups and not others. Supporting DEI efforts is about ensuring that everyone, parents, veterans, people with disabilities, racial minorities, and more have equal access to opportunities. When we fight for DEI, we’re not just helping others; we’re protecting the very policies that allow all of us to thrive.

If we truly want to see a workplace and a society where everyone has an equal chance to succeed, we need to stop pushing back against DEI. It’s been instrumental in making sure women, particularly white women, have a seat at the table. Let’s not forget that as we move forward in the fight for equity.